VOIP/Network Engineer at The Pape' Group, Inc. in Eugene, Oregon

Job Description:

PAPÉ GROUP, INC. – OREGON - CORPORATE

VOIP / NETWORK ENGINEER:Do you enjoy setting others up for success? Do you love being the go-to person? Do you like when things follow a process? If you answered yes, we want to hear from you! The Papé Group is looking for a motivated and dedicated VoIP & Network Engineer to join their team.

At Papé, you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU’LL DO:

As our VOIP/Network Engineer, we will count on you to analyze, evaluate, and design voice and data services/systems for the organization and its user community. This will include frequently training users and helping select/manage phone companies, ISP’s, contractors, and hardware providers as needed. Every day, you will perform hands-on installations, troubleshooting, repair, and day-to-day changes of LANs/WANs/VOIP systems as needed, in addition to turning company and user needs into reality by understanding, analyzing, and implementing cabling/fiber systems, voice systems (VOIP, UCaaS, Paging, Fax, etc), and data networks (LAN, WAN, network and voice switches, WiFi, routers, firewalls, security systems). To thrive in this role, you should have a winning attitude and a customer service mindset.

This is both an in office or work from home position with travel to company stores based out of our corporate facility in Eugene, OR. The successful candidate must reside in the state of Oregon.

WHAT YOU NEED:

• 4 plus years’ telephone/network experience; or equivalent combination of education and experience.


• Ability to read and interpret documents such as building layouts, safety rules, and operating, technical, and maintenance manuals.


• Ability to work without direct supervision.


• Driver’s license with a good driving record.


• Travel of up to a week at a time and as- needed overtime work are required.

Compensation: $65,000- $75,000/yr (Depending on Experience)

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.


• 
  Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.


• 
  Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.


• 
  Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.


• 
  Stability and reputation— Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.


• 
  Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!


• 
  Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.


• 
  Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)